The five-step guide to finding the purple squirrel | Talent Connect 2016
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Transcript of The five-step guide to finding the purple squirrel | Talent Connect 2016
Melissa & Michele Thompson Global Executive Director, Talent Acquisition, Citrix
Client Delivery Manager – Sourcing, Diversity & Veteran Recruiting, Randstad Sourceright
The Five Step Guide:
Finding the Purple Squirrel
Today’s
agenda
Defining the Hunt
Are you in the Right Forest?
Seeing the Forest for the Trees
Stocking the Toolshed
It takes a Village, People
Put a Bow on it
Takeaways
Q & A
Purple Squirrel \ˈpər-pəl\ ˈskwə-rəl, noun
From the mythicus difficultus animal family
Defined as a rare yet highly
coveted being. Possessing
legendary skills, epic experience
and encyclopedic industry know-
how. This guru is absolutely
essential for prosperity, success
(and the sanity of talent acquisition
staff) in companies large and small.
Looking for me?
Last Purple Squirrel Sightings
It’s Monday, your recruiter needs 17 purple squirrels who rollerskate backwards, speak Leprechaun and program for both Android and
iOS hired for the Dayton, Ohio by next month. There are six known in the world. (Only 2 have US visas)
HAPPY HUNTING!
Creating Synergy
Feedback
Recruiting
Sourcing
If you don’t have a dedicated
sourcing team, your recruiters
must be skilled in sourcing
methodologies to attract and
engage purple squirrels.
Partnership
Recruiting Funnel
- Recruiter provides
manager feedback
- Sourcer provides
market intelligence
- Feedback loop drives
successful hire
Intake
Calibration
Market Intel
Candidate Experience
Successful Hire
If you have no idea where you are going,
the truth is – any road will get you there.
Start with a plan.
Melissa Thompson
(who does not believe in chaos as a talent acquisition strategy)
Variation on Lewis Carroll quote
Recruiting case study
4
7
11
6 7
0
2
4
6
8
10
12
Southeast Southwest Northeast Northwest Central
Networking Sales Project - Americas
Hire 35 Networking Sales
Specialists
• Marketing – develop the value
proposition for this role
• Objections – identify and be
prepared to combat objections
• Process – weekly executive
updates
• Sourcing – job boards, ERP,
research
• Result – 34/35 hired in 60 days
Sourcing Case Study
35%
29%
11%
10%
8%
Not in Market Comp not in range EVP unclear Competitor Near Interview Process
• Solving for 30 Javascript Engineers in
Richmond, VA
• Wrong Forest
• Wrong Bait (attraction strategy)
• Other Hunters after the same Squirrel
• Result – 27 hires out of 2 events in 6
months
If recruiting is like fishing with a net,
then sourcing is choosing the correct
bait and knowing where to drop a line.
Michele Thompson
(because the talent acquisition end game is to catch a fish)
Pipeline Management and Growth
Recruiters regularly review the system for new applicants
Sourcers pipeline continuously even without active reqs
Active vs. Passive
Recruiter
Career Website
Job Boards
Employee Referrals
Internal Movement
Silver Medalists
Sourcer
Email Campaigns
Social Media
CRM Management
Creative Search Methodology
Keep Warm Campaigns
Tip: For purples squirrels, stay warm and fuzzy, keep the generic email templates to a
minimum.
17% response to “Hey, I saw your resume
today.”
54% response to “Here’s what’s new at XYZ
company, join our network if interested.”
Source: Michele Thompson, 2014 – 2016 Randstad Sourceright client data
Stocking the Toolshed
1. Candidate Outreach
2. Two case studies
3. Tools to deploy while sleeping
(not this kind)
(this kind)
Outreach Objective: Candidate Response
Candidate
Outreach
Recruitment Advertising
Enhanced Recruitment Advertising
Social Media
Career Microsites
Employee
Referrals
Events (Meetups,
Hiring Days)
Current CRM/ATS
Associations/ Business Networks
The problem:
• Reqs aging over 90 days
• Recruiters challenged to find time to
source
• Lack of dedicated sourcing support
• Recruiters not finding the purple squirrels
at a speed that meets business needs
• Ruby on Rails example – 25 candidates in
30 minutes
About that jam…
Recruiter with Req
Recruiters Sourcers
Project
Folder
About that hour…
Buy-in & Train
Outreach
Pre-Qualification/Interview
Hire or Disposition
Keep Warm!
Goal: Hire 8
Management
Level Product
Marketing
professionals in
30 days
How: Go Digital!
Host Invitation
Only Virtual
Hiring Event
Agree: We get
what we get and
call it a win and
a learning
opportunity
While you were sleeping:
Sponsored email campaigns on
Mobile Pop-Up ads
Web Crawlers through CRM
Branded Scheduled Email Blasts
Word of Mouth*
Tip:
Engage the Hiring Manager early and
often. Deploy your inner Jerry Maguire:
“Help me help you.”
Source: LinkedIn Talent Blog- 2015
Everything’s an opportunity to attract or
repel the purple squirrel.
Michele Thompson
(Because you don’t get a second chance to make a first impression.)
Candidate Experience – What’s the impact?
25% of candidates
reported a bad experience
when applying for a job.1
42% of candidates who
had a bad experience would never
seek employment at that company
again.2
22% of candidates who
had a bad experience
would tell their friends and
peers to never seek
employment at that company.3
1. Blogging For Jobs – 2015
2. Social Talent, Candidate Experience – 2015
3. CareerBuilder, Infoshare - 2015
Candidate Experience – Where we lose them
56% of candidates said query email “sucked”.1
40% of candidates drop when site is not mobile-friendly.2 72% use mobile device to research and apply. 3
48% drop at ATS. “Too much drama” or “Application too long” 4
33% cite “terrible” interview with hiring manager or hiring team. 5
74% of candidates drop because of poor communication with hiring team. “Not knowing what’s going on”.6
1. GoInfor.com– 2015
2. Smart Recruiters – 2015
3. Smart Recruiters – 2015
4. BLS.gov News Release – 2015
5. The Hiring Site, CareerBuilder
Employers’ Talent Pipeline – 2015
6. RA Human Capital Management,
Aberdeen.com - 2015
Tip: Candidate feedback is as vital to driving excellence from post to close.
From a 2015 survey: only 50% of
companies are measuring impact of poor
candidate experience.
Source: Talent Leaders Connect, London 2015
Sometimes just moving the needle is a win.
And I’ll take all the wins I can get. And then
I’ll declare my victory again and again. Until
as far as you know, all I do is win.
Michele Thompson
(who loves to win)
Win v. Fail
From a Win
• Where/How did we find the hire?
• What was the cycle time?
• Can we make this win repeatable?
From a Fail
• Where did we go wrong (which step)?
• What can do better?
• Can we take a grey squirrel and train it to be purple?
Takeaways S
yn
erg
y –
togeth
er
is the
on
ly w
ay
• Recruiting and sourcing must be in lockstep
• They both feed each other, so they both grow strong together
Use
yo
ur
too
ls
• Let your systems work for you
• Data is your friend
• Know what you are looking for before you start
• Analyze your pipeline
Effective P
art
ne
rsh
ips
• Hiring Manager engagement – early and often
• Candidate engagement from brand to offer letter
• Everyone recruits
• Everything’s an opportunity for talent attraction.
Le
sso
ns L
ea
rne
d
• What do you learn from a win or a fail?
• Find a win even if it’s a small one
• Measure your ROI consistently